臺灣博碩士論文加值系統

本研究旨在探討領導者激勵語言對創造力工作環境、員工自我效能與創造力績效間之干擾效果，先檢驗創造力工作環境對員工自我效能、創造力績效之影響，再深入探討領導者激勵語言對兩者之干擾作用，試圖了解領導者如何透過本身所使用之激勵語言來塑造或改變組織內原有的創造力工作環境，影響其對於員工自我效能與創造力績效之作用。
本研究以台中地區兩家中小企業為分析對象，分兩階段發放計名問卷，共計發放295份，扣除無效問卷，並經過配對後，共回收240份有效問卷，有效樣本回收率為84.21%。研究結果發現，創造力工作環境中的促進因素對員工自我效能與創造力績效皆產生正向顯著影響，而抑制因素對自我效能與創造力績效則是呈現負向顯著影響；再者，領導者使用的激勵語言形態對創造力工作環境中「促進因素」與自我效能創造力績效間皆呈現正向顯著的干擾效果；而對「抑制因素」與自我效能間則呈現出部份負向干擾效果，對「抑制因素」與創造力績效間則沒有顯著干擾效果。
可知企業除應重視創造力工作環境之培養與建立外，尚可透過領導者激勵語言之運用，方能加乘環境中促進因素對自我效能與創造力績效的提升，或減緩抑制因素對自我效能之削減；因此，企業應正視創造力工作環境塑造之重要性，可藉由創造力工作環境之塑造提升員工自我效能與創造力績效，而領導者必須要學習以策略地採用他們的溝通風格來達成以及維持競爭優勢，透過日常工作中與部屬間溝通的激勵語言增強員工自我效能，提升創造力績效。

The main purpose of this study is to examine the moderating effect of leadership motivating language use on the relationship between employees’ perceived creative work environment, self-efficacy, and creative performance. First, we investigate the impact of the creative work environment on employees’ self-efficacy and creative performance. Then, we explore the moderating effect of leadership motivating language use on the above relationship. Through this study can help us to clarify how leaders modify or change organizational creative work environment, and in turn, influence employees’ self-efficacy and creative performance.
This study used paired-sampling with names recorded approach and surveyed two small businesses located in Tai-Chung. 295 respondents were surveyed, and 240 copies of questionnaires were returned, the respondent rates were 84.21%. The result shows that the perceived stimulates to creativity in organizational work environment have significantly positive influence on employees’ self-efficacy and creative performance. On the contrary, the perceived obstacles to creativity in organizational work environment have significantly negative influence on employees’ self-efficacy and creative performance.
Furthermore, the leadership motivating language use is positively moderate the impact of perceived stimulates to creativity in organizational work environment on self-efficacy and creative performance. For the obstacles to creativity in organizational work environment, leadership motivating language use has slightly negative moderating effects on self-efficacy. However, leadership motivating language use does not significant moderate the influence of obstacles to creativity in organizational work environment on creative performance.
To sum up, business should not only emphasis on shaping creative work environment, but use leadership motivating language to enhance employees’ self-efficacy and creative performance, or to cease the negative effect on employees’ self-efficacy, as well. Thus, managers should pay more attention to frame a creative work environment. Besides, in order to increase employees’ self-efficacy and enhance their creative performance, leaders have to learn to use motivating language to communicate with their subordinates strategically.

第一章 緒論 1
第一節 研究背景與動機 1
第二節 研究目的與問題 5
第三節 研究流程與步驟 6
第二章 文獻探討 7
第一節 激勵語言 7
第二節 創造力與創造力工作環境相關理論 13
第三節 自我效能 20
第四節 各變數間之關係 28
第五節 研究架構與假說 32
第三章 研究方法 35
第一節 研究樣本選取 35
第二節 資料收集過程 37
第三節 變數操作性定義與衡量工具 39
第四節 資料分析方法 45
第五節 問卷修訂（發展）之信、效度分析 47
第四章 研究結果 61
第一節 樣本結構與研究變數分析 61
第二節 創造力工作環境對自我效能之關係分析 67
第三節 創造力工作環境對創造力績效之關係分析 70
第四節 領導者激勵語言對創造力工作環境與創造力績效的干擾影響 73
第五節 領導者激勵語言對創造力工作環境與自我效能的干擾影響 84
第五章 結論與建議 95
第一節 研究主要發現 95
第二節 研究結論 100
第三節 研究貢獻與建議 102
第四節 研究限制與未來研究方向 106
參考文獻------ 109
附錄一 個案公司相關資料 118
附錄二 各構面題項與構面總分之Person相關分析 120
附錄三 問卷內容 125

一、中文部份

（一）圖書
林震岩（民95）。多變量分析：SPSS的操作與應用。台北市：智勝文化。
張紹勳著（民92）。研究方法（修訂版）。台北市：滄海書局。

（二）期刊論文
王精文、范凱棠（民95）。工作不滿足與持續承諾對員工創造力表現之影響。人力資源管理學報，6（4），81-98。
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李建道（民91）。創造力人格、工作環境認知與研發績效關聯性研究。未出版之碩士論文，國立中興大學企業管理研究所，台中市。
周明鴻（民94）。主管的領導型態對於部屬的創造力及工作滿足之影響研究。未出版之碩士論文，國立中興大學企業管理學系研究所，台中市。
林佳慧（民89）。組織內部創新氣氛與知識管理機制關係之探討。未出版之碩士論文，國立中央大學人力資源管理研究所，桃園縣。
彭台光、高月慈、林鉦棽（民95）。管理研究中的共同方法變異：問題本質、影響、測試和補救。管理學報，23（1），77-98。
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黃雯蓉（民90）。組織特性與工作特性對員工創造力的影響－以行銷相關工作為例。未出版之碩士論文，成功大學企業管理學系，台南市。
萬金生（民88）。自我效能影響個人參與與資訊委外績效之研究：以台灣公營機構為例。未出版之碩士論文，國立中山大學資訊管理學系研究所，高雄市。
劉士吟（民95）。高科技公司人力資源管理活動、研發人員創造力對組織創新能力影響之研究：以知識慣性為干擾變項。未出版之碩士論文，彰化師範大學人力資源管理研究所，彰化市。
劉崇義（民89）。顧客滿意之研究－以壽險業為例。未出版之碩士論文，中原大學企業管理研究所，桃園縣。
劉曉雯（民 87）。創造力工作環境特質對組織創租行為影響關係之研究－兼論內外在動機與資訊科技基磐的作用。未出版之碩士論文，中央大學企業管理學研究所，桃園縣。
劉崇義（民90）。顧客滿意之研究－以壽險業為例。未出版之碩士論文，中原大學企業管理學系碩士論文，桃園縣。
蔣美惠（民 93）。探討保全人員生涯管理、人格特質及組織氣候對工作滿足、自我效能與工作績效之關聯性研究－以台北市保全公司為例。未出版之碩士論文，南華大學管理科學研究所，嘉義縣。
蔡立旭（民89）。組織氣候、組織學習與自我效能之關係。未出版之碩士論文，大葉大學事業經營研究所，彰化縣。
蔡啟通（民 86）。組織因素、組織成員整體創造性與組織創新之關係。未出版之博士論文，台灣大學商學研究所，台北市。
蔡啟通、高泉豐（民93）。動機取向、組織創新氣候與員工創新行為之關係：Amabile動機綜效模型之驗證。管理學報，21（5），571-592。
賴文魁（民94）。組織氣候、工作特性、內外控人格、自我效能與工作績效之關係研究－以陸軍某基地進訓基層單位為例。未出版之碩士論文，大葉大學國際企業管理學系研究所，彰化縣。
簡文娟（民88）。組織創新氣候評鑑量表之建立-以高科技產業為實證研究對象。未出版之碩士論文，國立中央大學人力資源管理研究所，桃園縣。
饒瑞霖（民89）。創造力競爭環境、個人內在動機與創造力工作環境關係之探討--學童與廠商跨領域之比較。未出版之碩士論文，中央大學企業管理學研究所，桃園縣。

二、英文部分

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Amabile, T. M., Taylor, S., & Gryskiewicz, N. D. (1995). Technical manual for KEYS: assessing the climate for creativity. Centre for Creative Leadership, Greensboro, NC.
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Tanaka, J. S. (1993). Multifaceted conceptions of fit in structural equation models. Newbury Park, CA: Sage.

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